Saluting the Strengths that Military Spouses Bring to the Workplace

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As a company, AppleOne’s passion has always been people. As we begin the new year of opportunities and possibilities, these val­­­­ues really come into focus. We are here for our candidates as well as our clients. We are partnered with several community programs that allow us to help great companies and great people find each other while giving us opportunities to make a difference. ​One great example is the Military Spouse Employment Partnership (MSEP). When our CEO, Janice Bryant Howroyd, heard about MSEP, she was excited to partner with them. And through that partnership we have grown our relationship with the Hiring Our Heroes program, through which we help both veterans and military spouses.

Employers wanting to tap into a highly committed, passionate, and resilient workforce would be smart to consider military spouses. Companies large and small throughout the US have successfully implemented robust military-spouse hiring programs and are seeing the benefits- in employee morale and the financial bottom line. Below are five strengths that make military spouses ideal additions to your team:

Exceptional adaptability and flexibility

Not many civilians can quickly pack up their lives, move their children to new schools mid-semester, and adjust to a new culture. And yet, military spouses do this on a regular basis. They have gone through several ‘uprootings’, helped their families get through it, kept things organized and comfortable- and then networked to reestablish themselves and start their lives all over. While many civilian employees strive to be flexible, patient, and resilient on the job, military spouses have learned to be that way out of necessity- a great advantage for employers seeking employees able to thrive with change rather than being overwhelmed by it.

Impressive calm and efficient under pressure

Military spouses are the opposite of complacent. They are always on the ready in case of a relocation or the need to act swiftly. Employers looking for talent who can keep their composure and positivity, maintain confidentiality, and take initiative will appreciate the security and stability that military spouses bring to the table.

Amazingly diverse skills and experience

Due to constant mobility, military spouses have often found themselves contributing to their household funds by taking on odd jobs. They are the pioneers of what is now called the “gig economy,” working short-term jobs. As with most job seekers who don’t want to appear like they are job-hopping or cannot keep jobs long-term, military spouses often leave out what employers might consider to be valuable or highly specialized work experiences. In the same vein, employers who dismiss candidates that appear to have sporadic employment due to the military way of life may be missing out on hiring a valuable, battle-tested employee.

Military spouses are an often-overlooked workforce. They are the men and women who literally held the home front and developed and possess skills, experience, and work ethic that would make them immediate assets and even MVPs for many companies.

 

Want To Get Your Application Noticed? How To Follow Up To Get The Job

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Did you just apply for a job that is right up your alley? Knowing how to follow up with the employer can be the key to getting to the next step in the hiring process. Here are five tips that will help make following-up effective:

Take Note of Any Employer Instructions

Before you consider the best way to follow-up with an employer, take note of any special instructions that were included in the job ad or application. Some companies will explicitly tell you not to follow up, or may give you special instructions on how to do so. One of the easiest ways to get disqualified from a job is to break one of these rules, so always read the job ad thoroughly.

Give Them Time to Review Your Application

While it’s true that we are seeing more compact hiring windows, companies still have internal procedures to follow when it comes to sorting through applications. It’s important to give Hiring Managers some time to sort through resumes to get an idea of what they have. Typically, give them at least a week before following up. This allows you to seem eager about the job without also seeming impatient and pushy.

When You Do Follow Up, Make a Human Connection

When it does come time to follow up, calling the company, and, preferably, getting in touch with the Hiring Manager themselves, is the preferred way to go. You can also send an email if you have an address for the Hiring Manager or a specific contact at the company, but if it comes to a choice between a general phone number and a general e-mail address, go with the human connection and make the call (it takes away the risk of getting lost in the Inbox as well).

(Briefly) Reaffirm Your Interest in the Job

Whether by phone or email, always start your inquiry with your name and the position you applied for. From there, briefly highlight why you are an ideal match. Finish the call by mentioning your excitement regarding the next step and offering your availability for any questions the company may have.

Keep a Contact Log

The average job seeker is juggling a variety of different opportunities at once, making the need for documenting each step of the process vital. Creating a contact log allows you to keep your progress with each employer up to date, keeping track of who you talked to and when. By doing this, you can keep a schedule of when to follow up, who to contact, and when it may be time to move on and put your focus on different opportunities.

Four Seemingly Harmless Mistakes That Could Drive Away Your Best Employees

GettyImages-860176390.jpgBuilding a solid team takes a lot of time and money, so it’s understandably frustrating and even painful when one of your top performers hands in his or her notice. You hired with care, offer competitive pay, invested in training, and offer great perks. So what went wrong? According to experts, some factors that ultimately make great employees walk away are the very things that some employers do to make their workplaces “better.” Here are some common practices that may just cost you your MVPs:

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3 Ways to Boost Engagement Without Busting your Budget

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If hiring or retaining employees is among your 2018 resolutions, but having the budget to beat competitors is not exactly in the books, you can still compete – and win. Surveys and interviews conducted for the 2018 SCALE found that today’s employees often look beyond monetary compensation. Contrary to general perception, there are many similarities between generations, particularly when it comes to members of the workforce.  Regardless of age, employees are putting  a premium on perks and practices that promote work-life balance, the sense of being valued, and clear career paths.

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Celebrate Your Year and Prepare For Your Yearly Review

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As we get ready to welcome 2018, it’s time to take a moment to celebrate what you were able to accomplish in 2017. Not only is it good to celebrate your achievements, it’s also important that you focus on what you’ve been able to do for your upcoming yearly review. Management may remember some of your achievements, but you should be ready to talk about places you’ve excelled throughout the year. Here are four tips that will help you go into your review prepared and ready to talk about everything you’ve accomplished this year:

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3 Strategic Salary Negotiation Tips for Successful Hiring

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With unemployment down and Talent scarcity increasingly becoming a challenge, employers have identified hiring as a top workforce priority they need to solve for growth. One key aspect of hiring is salary negotiation. While successful salary negotiation has the immediate benefit of helping you secure the applicant you wish to hire, long-term, it can also impact employee engagement and even retention. Here’s how you can get your money’s worth while making a worthwhile offer to prospective hires:
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Make a List and Check it Twice: Which Placement Type Fits Your Needs?  

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While it may be the holiday season, smart Hiring Managers know that now is the time to plan for next year’s hires. When working with AppleOne, clients have a choice of placement types and often ask us which is best. Temporary, Temp-to-Hire, and Direct Hire are all excellent ways to obtain the help your business needs to succeed in 2018 and beyond, so there is no best placement type. It all comes down to the specifics of your situation. The table below details some common situations, and your Hiring Manager would be happy to discuss your unique needs in greater detail.

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